In 2015, 84.7% of employees were involved in training activities
In 2015, 160,405 hours of training were delivered to 15,716 participants.
The company moved from a logic of “courses” to that of training “paths”, i.e. the identification of more highly structured training methods that, over time, support the operational management of the business
Over time, Snam has developed a set of indicators for evaluating the potential of its personnel. Those evaluated also benefit from a two-year development plan.
Valuing people means understanding their capabilities, developing their skills and enriching their professional and human qualities. Training is the ideal development tool to enhance the value of a company’s human resources.
Over time, Snam has developed its own repertoire of skills/competencies and a set of indicators for assessing potential. These elements, integrated into the performance assessment process, make it possible to accompany employees along a path of continuous development that begins at the selection phase.
The Snam Managerial Skills Model was developed and implemented in 2015. With the contribution of Group executives, 7 critical managerial skills were established based on the identification of observable behavioural indicators.
Those evaluated - all company managers and executives - also benefit from a two-year development plan created by the evaluator and the evaluated employee, in order to develop one or two of the most critical skills identified.
To testify Snam's committment a Climate survey was executed in 2016 to which 82% of employees took part.
Areas of enquiry of the survey were: the level of engagement, circumstances that promote the involvement of people, a positive climate at work and instances of
improvement for company personnel. The portrayal of Snam that emerges from the survey is that of an organisation capable of innovation and focused on change, where employees are proud, have a sense of belonging and have confidence in the top management.
Leadership Development Program
The first two-year programme for the development of managerial skills and the ability to work in international teams concluded in 2016. Over 100 people were involved chosen from high flyers (highly-qualified young employees, with great potential and motivation for growth), top-performing executives and managers with potential.
The executives and managers with a high potential were part of the process where the objective was to expand their vision of business through the development of companies in Europe. Some of the main themes dealt with included: communication and negotiation; the economic-financial dimension;the business market and global customers. In addition to classroom-based learning, there were regular meetings and project work, with the results reported to the company top management.
The high flyers worked on economic issues and communication techniques.
The people who took part in the Leadership Development Programme made significant progress in terms of development. Specifically, more than 50% of the high flyers achieved vertical growth in their post and 13% were promoted. Around 50% of the managers achieved vertical or transverse movement in different roles.
In order to develop skills and talents, Snam has moved from a training course-based approach to paths carved out for specific requirements.
The company therefore moved from a logic of “courses” to that of training “paths,” i.e. the identification of more highly structured training methods that, over time, support the operational management of the business, in which the local HR departments play a more central role.
A total of around 82,184 hours of training were provided in 2016, about 23% of which were dedicated to sustainability issues, with particular focus on HSEQ. The training activities related to the provisions of the Organisational Model pursuant to Italian Legislative Decree no. 231 and Anti-Corruption issues were continued: in 2016, 2,641 hours of training were also provided to 1,596 people on matters relating to the code of ethics, model 231 and anti-corruption.
The energienglish project has involved many people, at different professional levels, with innovative methods.
To increase the English proficiency of its personnel, Snam launched an innovative two-year training project that aims to involve all employees: energienglish.
This initiative provides English courses for the entire organisation, tailored to suit the various language requirements and consistent with business requirements. Three types of training are provided: Self Study, Private and Premium. The development of the courses, all of which use interactive self-learning methods, was assigned to EF Corporate Language Learning Solutions, a leading company in the area of online Business English training that has been working with Snam for years.
The most innovative component of energienglish is the Self Study course: designed for all Snam Group employees, it is targeted at anyone who wishes to improve their language skills or start learning English. 8,300 training hours were provided to 380 participants.
2016: hours of training delivered
|Total hours of training (no.)||82,458||87,620||82,184|
|Average training hours per employee (no.)||28,0||29,2||28,5|
2016: main training initiatives
|Description||Hours provided (no.)||participants (No.)||recipients|
|Managerial training||8,674||833||High flyers, Executives, managers|
|Technical and vocational training and technical systems||43,281||4,103||Technicians, manual workers and office workers|
|Health, Safety, Environment and Quality||19,288||3,484||Executives, managers, office workers and technicians|
|Ethical code, Model 231 and Anti-corruption||2,641||1,596||Executives, managers, office workers and technicians|
|Foreign languages||8,300||380||Executives, managers, office workers and technicians|
24 April 2017 - 11:31 CEST